河南H高职院校教师绩效考核改善研究

发布时间：2018-05-27 17:41

本文选题：高职院校 + 绩效考核　；参考：《西安理工大学》2017年硕士论文

【摘要】：为了促进高职院校教师素质和能力的提升,实现高职院校发展的目标,我国绝大部分高职院校都建立了教师绩效考核体系,通过绩效考核对教师实行绩效管理。作为高校人力资源管理的核心环节,教师绩效考核管理对高职院校教师队伍的发展具有重要作用。但通过对我国大多数高职院校现有的绩效考核考核体系分析发现,很多高职院校的教师绩效考核模式多年未变。存在的主要问题有,管理层不重视,考核理念和方式陈旧、考核目标不明确、考核体系不科学以及考核结果运用不足等诸多问题。转型为高等职业院校之后,又多照搬本科学校的教师绩效考核体系,偏离高职院校应用型人才培养的目标,绩效考核问题更加严重。本研究的目的在于通过对国内外绩效考核研究现状的分析,对现有绩效考核相关理论的梳理,解析出现阶段我国绩效考核研究存在的不足。并以河南省H学院为例,分析该学院绩效考核体系存在的问题,探究这些问题形成的原因。针对以上问题,结合H学院实际情况,提出优化该学院教师绩效考核体系的思路与对策,希望能够对改进我国高职院校教师绩效考核体系贡献微薄之力。文章共分为五个部分,第一、二部分主要介绍本文研究的背景与现状,对现有的绩效考核理论介绍,并对高等院校绩效考核指标相关概念进行界定和明确;第三部分以H学院为例进案例研究对其教师绩效考核现状进行分析。通过调查问卷发现该校教师绩效考核存在诸多问题,如考核形式化严重、考核内容设置不科学、考核指标权重分配不合理,考核结果的激励作用不明显,考核反馈改进机制缺失等问题。探究其原因发现该校的绩效考核指标不完善,考核方式也以形式化方式进行,并未有专门的考核组织和制度,更是缺失反馈机制;第四部分以H学院为例进行绩效考核的优化设计,指出了该学院绩效考核的目标和原则,对教师的绩效考核体系和考核流程进行了重新设计,并对绩效考核结果的运用进行了重点探讨;第五部分高校教师绩效考核优化的配套保障措施进行了分析,认为绩效考核体系的优化要建立组织保障、沟通机制保障、教师绩效考核培训保障和制度保障等配套制度。
[Abstract]:In order to promote the quality and ability of teachers in higher vocational colleges and achieve the goal of the development of higher vocational colleges, most of the higher vocational colleges in China have established a teacher performance appraisal system, through which the performance management of teachers is carried out. As the core link of human resources management in colleges and universities, the management of teachers' performance evaluation plays an important role in the development of teachers in higher vocational colleges. However, through the analysis of the existing performance appraisal system of most higher vocational colleges in China, it is found that the performance appraisal mode of teachers in many vocational colleges has not changed for many years. The main problems are that the management does not pay attention to it, the idea and method of assessment are old, the target of assessment is not clear, the system of assessment is not scientific, and the result of examination is not used enough, and so on. After the transformation into higher vocational colleges, the performance appraisal system of undergraduate schools is copied, which deviates from the goal of cultivating applied talents in higher vocational colleges, and the problem of performance appraisal becomes more serious. The purpose of this study is to analyze the current situation of the performance appraisal research at home and abroad, to comb the existing theories of performance appraisal, and to analyze the shortcomings of the performance appraisal research in China. Taking H Institute of Henan Province as an example, this paper analyzes the problems existing in the performance appraisal system of Henan Province and explores the reasons for the formation of these problems. In view of the above problems, combined with the actual situation of H college, this paper puts forward some ideas and countermeasures to optimize the performance appraisal system of teachers in this college, hoping to contribute to the improvement of the performance appraisal system of teachers in higher vocational colleges in our country. The article is divided into five parts. The first and second part mainly introduces the background and present situation of this paper, introduces the existing performance appraisal theory, and defines and clarifies the related concepts of the performance appraisal index in colleges and universities. The third part takes H college as an example to analyze the present situation of teacher performance appraisal. Through the questionnaire, we find that there are many problems in the evaluation of teachers' performance, such as the formalization of the assessment, the unscientific setting of the assessment content, the unreasonable distribution of the weight of the assessment index, and the incentive function of the assessment result is not obvious. Evaluation feedback improvement mechanism is missing and so on. It is found that the performance appraisal index of the school is not perfect, the evaluation method is also formalized, there is no special evaluation organization and system, and there is no feedback mechanism. The fourth part takes H College as an example to optimize the design of performance appraisal, points out the objectives and principles of performance appraisal, and redesigns the performance appraisal system and process of teachers. The fifth part analyzes the supporting measures of the performance appraisal optimization in colleges and universities, and points out that the optimization of the performance appraisal system should establish organizational guarantee and communication mechanism guarantee. Teacher performance appraisal training guarantee and system guarantee and so on supporting system.
【学位授予单位】：西安理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G717.2

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